The 2 Most Annoying Interview Questions Boomers Get  And How to Answer Them

The 2 Most Annoying Interview Questions Boomers Get And How to Answer Them Baby Boomers are staying in the labor force and working later in life at rates not seen in generations for their age, according to Pew Research Center. By 2024, 25% of the American workforce will be made up of workers over the age of 55, a record high, according to the Bureau of Labor Statistics.But you dont have to do anything but skim through the news and catch up on the OK, Boomer meme to know that Baby Boomers despite their decades of skills and experience arent always getting the respect they deserve, in and out of the workplace.Boomers have a lot to offer, says Mark Silverman, CEO and founder of Amava, an online platform he says is focused on empowering this generation of tech-savvy workers nearing the end of their careers, or extending them and living in semi-retirement, to make successful transitions.It also connects their members including retirees and empty nesters with flexible or part-time jobs .Some of them are looking for full -time work and continuing their careers, but a lot of them are looking for flexible part-time work, said Silverman.Interviewing at 55 and older isnt easy, and Silverman has gotten feedback about the most difficult some would say ageist questions his members have gotten over and over again. Some of them, he says, tread on subtle age discrimination.He does have some ideas on how to answer these questions, however, so they dont derail your job interview.1. Why would someone with so much experience want this job?This is both my favorite and the most hated question. Its really hard to not think of this as an attack on age and experience itself. But I do think that its a question thats often asked by somebody that doesnt do a lot of interviewing.But the answer to the question is very hard in terms of just a direct answer, because clearly what theyre interpreting your application as somebody who hasnt been able to continue to leverage that experience to grow in their career and get to the next level. And so theres an inherent judgment on the question thats off-putting to a lot of people who are interviewing.What I tend to recommend, and Ive talked to a number of members that have dealt with this question, is to really focus on two different things. One is, dont really focus on the levels youve achieved in your career and dont focus on the need for lets say, validation based on some type of title or something. Focus on the skills you have and then give three or four reasons why youre making a change in direction.And these can be really basic reasons for making a change. It can simply be, look, Im looking for a place thats closer to me that has a shorter commute. Im looking for a place that has a culture that isnt really looking to work with them and can grow with them. And yes, absolutely, Im willing to take a step back in terms of title or even compensation because thats mora important to me at this stage of life, is finding a pla ce where Im really comfortable working where I can really contribute to the high level.When I asked our members, most of the interviewers dont pursue this question. So if you give a really solid and basic answer, thats a combination of Here are the skills that Id like to bring in, heres really the reasons why Im making this change, the one or two things. They to move on and not worry about it.If people get abwehr or they get offended by the question, it can really derail the interview. So I think preparing for this one in particular, its important.2. What is your upskilling strategy?Silverman cautions those on the receiving end of this question not to be too defensive and focus on ways theyd like to develop professionally instead. The question is really targeting Boomers because of their age, but more that its simply a question asking about areas for improvement, and an opportunity to show their continued curiosity and desire to grow as an employee and as a person.And so I always t hink that its good for people that are going into an interview at any age, to think about what are the areas of development that they would want to focus on if the employer made them available to them and they dont have to be areas of critical weakness associated with the particular job skills required.Obviously, the question can be problematic. But they could focus on areas of improvement, whether its new technical skills associated with different types of tools lets say, a new CRM system that might have been deployed or the ERP system thats been deployed if youre on the sales or marketing side. Or it could simply be areas around the leadership that you want to continue to focus on based on your experiences in the past.What weve found is the members that come up with one or two areas that they really want to focus on, in terms of continuing their education and continuing development of their skills. Its actually a straight question to answer from that perspective. Almost everybod y whos reentering the workforce or continuing in the workforce has areas that they would really love to take a step back and spend a few hours a week developing skills around or perfecting and polishing some of their skills. Sheila McClear--This article originally appeared on Ladders.